Mobbing includes any kind of systematic behaviors, such as threats, humiliation, and violence, committed by an employee against his or her colleagues, subordinates, or managers. In recent years, reoccurring and persistent mobbing behaviors that result in a power imbalance between harasser and victim are increasing. These unethical behaviors can affect organizational commitment, employee efficiency, motivation, job satisfaction, and potential staff burnout. To measure this concept a questionnaire was given to 320 administrative staff in a university hospital in Ankara, Turkey. Significance was noted between mobbing and affective responses and continuance of employment. In addition, findings support that the majority of the respondents (79%) reported experiencing mobbing and of these 32% reported that these behaviors continued for a duration of 2-5 years. Reasons for these types of behaviors in the work environment included: job stress, administrative/supervisor/management problems, and work performance. The majority of the respondents who were victims did nothing in response. In closing, a correlation analysis was conducted to specifically address the relationship between mobbing and organizational commitment and no significant relationship was found. Reasons for these responses are discussed along with suggestions and practice implications.